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Shop Steward Training

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  1. Shop Steward Training NINSC/AFGE

  2. Introduction • This course is designed to prepare you to represent members as an employee representative

  3. Agenda • The course can be completed by one or more at your own pace.

  4. Overview • Representation of members as a employee activist and representative.

  5. Vocabulary • NINSC, National Immigration and Natz. Service Council • AFGE, American Federation of Government Employees

  6. The Shop Steward is a most important link in the chain between members and local officers.

  7. In order for a Shop Steward to be effective the Steward must perform specific duties:

  8. Maintain constructive Relationships:Organize and Recruit New Members:Serve: As front line REP:Protect: Conditions of Employment:Act and Talk Unionism:

  9. Carry out Duties • Contract and Agency REGS • The Dept and the Office • Personality Differences • NINSC/AFGE Policies and Programs

  10. Grievances and Adverse Actions • Removals • Suspension for more than 14 Days • Reduction in grade or pay • Furloughs of less than 30 days

  11. Purpose of a Grievance • Enforce the Contract • Provide a method to settle disputes • Protect employee rights • Give the employee a voice

  12. Settle Grievances on Merit Only

  13. Before writing a grievance Investigate and Double Check the Facts:

  14. When writing Grievances at the first step, write a simply statement of the facts for presentation to the first line supervisor.

  15. What is a Grievance? • A grievance is generally defined as a dispute between labor and management.

  16. What’s not a Grievance? • Violations of prohibited Political Activities • Retirement, Life or Death Insurance • Suspensions or Removals for National Security reasons • Initial Employment • Classification (Not related to Pay or Grade)

  17. Grievance Check List • Is there a Violation of the Contract • Is there a Violation of law • Can Management be held Responsible • Is there a Violation of Agency Policy • Is there a Violation of Past Practices • Has the Employee be treated FAIRLY

  18. Disputes Between Employees

  19. Investigating Grievances • Action taken by Management for Just Cause • Punishment fit offense

  20. Seven Things to consider • Was there forewarning or knowledge • Was the rule or managerial order reasonable • Did the agency Investigate • Was the Investigation fair • Was there evidence of a violation • Did the agency apply rules and regs evenhandedly • Did the punishment fit the offense

  21. Check Motives for the Conduct

  22. CHECK THE FACTS • Did Management prove guilt • Did Management fail to present evidence • Length of Service • Employees past Record • Age of the Employee • Family Obligations • Reasonableness of the Discipline

  23. Collecting Information • Can the information be measured accurately? • Is the meaning of the information clear?

  24. Measuring Information • Years of Service • Medical records • Absenteeism • Tardiness • Production • Other jobs held • Education and training • Written reprimands • Quality of work

  25. CLARIFYING INFORMATION

  26. UNCLEAR INFORMATION ?????????????????????

  27. Types of Information • PEOPLE • AGENCY RECORDS

  28. Types of Evidence • Best Evidence • Secondary Evidence • Circumstantial Evidence

  29. Evidence Evaluation • Relevance • Shifting the burden of proof • Precedents • Past Practices

  30. TESTIMONY • Direct Testimony • Indirect Testimony

  31. WRITING A GRIEVANCE • WHEN • WHERE • WHY • WHAT • WITNESSES

  32. WRITING THE GRIEVANCE • Be Concise • Keep records of important details • Say it first then write it • Write Legibly (TYPED)

  33. Distributing the Grievance • Management • Steward • Chief Steward/Grievance Committee • Aggrieved Employee

  34. Grievance File • Subject matter • Important Precedent Cases • Review for later use

  35. Dealing with the Grievant • Steward and Employee • The Steward Alone • Role of the Chief Steward • Role of the National Representative • Grievance of Non-Members

  36. Dealing with the Supervisor • Steward and Supervisor • Supervisor’s Authority • Discussing Side issues • Know when to Stop Talking • Failure to reach an Agreement

  37. ARBITRATION • What is Arbitration • What can be Arbitrated • How do you get to Arbitration • Who presents the case first • The Stewards role in Arbitration • Who has the “Burden of Proof” • How are Arbitration hearings conducted • How to prepare • How long until a decision • What happens after the hearing • Can an Arbitrator be overruled

  38. MISTAKES MADE IN ARBITRATION CASES

  39. HOW ARE ARBITRATORS SELECTED

  40. BUILDING A GOOD STEWARD SYSTEM

  41. HAVE A CHECKLIST FOR STEWARDS TO FOLLOW

  42. HAVE A REQUEST FORM FOR THE GRIEVANT TO COMPLETE

  43. HAVE THE CONTRACT READY AND KNOW THE CONTENT BECAUSE MANAGEMENT MAY OR MAY NOT KNOW WHAT THE CONTRACT INVOLVES

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